The future of recruitment will be TS, RC and TP
Adam Smith, as in many other aspects of economics, got it right. The division of labour is the best way for businesses to become more efficient, more successful and more profitable…
For many large companies, establising and developing an in-house hiring team has become a statement of intent; specifically the intent to drive down costs and drive up efficiencies. While there has been a tendency just to lump all the recruiters in such teams together (surely it’s just about getting in a couple of good ex-recruitment consultants? – as one company said to us the other day), we’ve also seen the development of roles such as talent scouts to source talent and recruitment co-ordinators to create hire-ready candidates. It’s not hard to see why: in many areas there is a real dearth of suitable talent to fill key posts and the old ways are not necessarily guaranteed to deliver. Rather than just ‘getting in some ex-rec-cons’, modern recruitment requires genuine specialists.
In-house recruitment teams certainly do have modern technology at their disposal, but with so much recruitment software on offer it’s hard to know which might be the best. The problem, of course, is that much of it has been developed some time ago, yet what the market needs is not just another ATS but rather something that is capable of creating, tracking and nurturing talent pools – identifying active and passive candidates and then transforming them into hire-ready candidates by engaging with them to the point at which they want to come on board. Now, those in the know are starting to realise that we’re moving into the new era of Talent Pipeline software, allowing recruitment specialists to identify and manage talent that haven’t been approached yet, create multi-faceted engagement campaigns and effectively nurture them to the point where they become hire-ready hot prospects.
The very best hiring teams can also offer unique (in the proper sense of that word!) insights into the talent pool as it develops. Talent scouts work to ensure they leverage their contacts, know the expectations of truly great candidates and understand difficulties in their specific markets. Good recruiters that they are, they will know where to find the best passive candidates and expand their searches well before embarking on any recruitment marketing campaign.
Businesses – via their HR teams – are also increasingly aware of the value of the employer brand and EVP for both potential and current employees. The emphasis on a great culture, friendly working environments, career coaching and leadership development as well as, most importantly of all, interesting and stimulating work, makes an enormous difference to both retention and recruitment. To wow the best candidates, a company now has to show itself in the best light – and work hard to maintain all the things that make it a great place to forge a career.
As more businesses reap the rewards of having real specialists within their dedicated talent acquisition teams, the great recruiters will be honing their skills and learning how to use the best new tools on the market. Increasingly, they are waking up to the idea that TGM is the way ahead. It may be a competitive market for many firms as they strive to find the right candidates, but division of labour into the appropriate specialists combined with the best technology available will seriously increase your chances of bringing the ideal candiates through your door.
If you’re ready to take a look at Candidate.ID, contact me, Scot McRae at email@example.com